Chief Growth Officer

Chief Growth Officer

Location: Vaughan, Ontario / Greater Toronto Area preferred

Reporting to: CEO

Compensation: Base plus variable, with the variable weighted to logos landed and their quality rather than to revenue recognized in-year. Equity participation.

About TechBlocks

• We are a global product and platform engineering company, headquartered in Toronto, with around 1,000 engineers across North America and India. We have been building software for fifteen years.
• Almost everything we do is custom product and platform development on Azure, AWS and Google Cloud — not package configuration, not managed services, not ticket queues.
• Our clients are North American enterprises and platform companies whose businesses run on software they own, and who need engineering capability and AI-nativity to keep that software evolving.
• What is unusual about us is the depth of those relationships. Our largest client relationships run five, eight and ten years, and nearly every one of them came to us through a referral from another client or partner.
• That is a strong signal about the delivery, and it is the foundation this role is being built on.

Why this role exists

• We will say this plainly, because you will work it out in the first month anyway. TechBlocks has grown on the strength of its delivery. Clients stay for years, they expand, and they introduce us to other people.
• We are now making a deliberate transition: from a founder-led sales organization to a commercial engine that operates and scales beyond any one person. That is what this role exists to build.
• At the same time, the thing we sell has changed. We have built four defined offerings around AI-native delivery, retail decision orchestration and marketing-platform modernization, and two of them go to market in January. They are differentiated and they are provable — but they need someone who can take them to a market that does not yet know the category exists.
• So this is a build, with one important qualification: it is a build that has to produce closed business while it is being built. We are not looking for someone to spend two quarters designing a function.
• We are looking for someone who will be in front of clients in their first month and will have closed something before they have finished hiring their team.

What You Will Own

You report to the CEO and sit on the executive team. You own everything commercial except farming the existing account base, which sits with two business unit heads.

• New Logo Sales: Enterprise and upper-mid-market acquisition across North America. You carry a number, and so does everyone on your team
• Business Development: Partnerships and alliances — including the technology partners behind our offerings, where co-sell is a real route to market
• Marketing: A marketing director and team. Positioning, content, campaigns, events, the website
• Inside sales: An existing team doing outbound and qualification. It needs direction and a reason to call more than it needs rebuilding

The Team

• You inherit a marketing director, an inside sales lead and their team, and a vertical sales leader covering energy, utilities and mining.
• In your first two quarters you will hire two enterprise sellers and a revenue operations hire who owns the machinery: pipeline reporting, sequences, cadence; so that your time goes to clients and coaching rather than administration.
• Four offerings exist; two are in market from January.
• Deep technical and solution support comes from our CTO and Head of Products, who sit beside you in client conversations.
• You are not expected to be the technical expert. You are expected to be the person who gets into the room.

What Success Looks Like in Your First Year

We will judge this role on outcomes, not activity. These are the five that matter.

1. Three to four new logos, landed personally or by your team, weighted to the first half of the year. We care more about the size and quality of the logo than the count — one client with multi-million-dollar potential is worth more to us than four small ones. At least one should close before you have finished building your team.
2. A qualified pipeline that did not exist before you arrived, against a defined ideal client profile, with honest stages and inspectable deals.
3. A team that works. Two enterprise sellers hired and ramping, inside sales re-pointed and producing qualified executive conversations, marketing producing material your sellers actually use.
4. A repeatable motion for at least one offering — documented well enough that the next seller can run it without you in the room.
5. A commercial operating rhythm — weekly deal inspection, monthly forecast, numbers the executive team trusts because they have been right before.

The first of those is the one we will talk about most in the interview. The others follow from it.

Who we are looking for

Non-negotiable

• You have personally sourced and closed enterprise services deals in the last two years. Not your team. YOU! We will ask for three, by name, with the size and who else was in the room.
• You have sold technology services, not software products. You understand that the thing being bought is people and credibility, that references carry disproportionate weight, and that the sale does not end at signature.
• You have built a small commercial function before, at a company where you did not have a support organization to lean on.
• You have won against the large integrators — Accenture, TCS, Infosys, Deloitte, Cognizant — and can explain how, specifically.
• You are willing to carry a bag for at least a year. Enthusiastically, not as a transitional inconvenience.

Strong signals

• Experience at a product or platform engineering firm somewhere between $50M and $300M in revenue — you know what it is like to compete on capability rather than scale
• Comfort selling into both engineering leadership and the commercial side of a business, because our offerings land in different places
• A working relationship with a major cloud or platform ecosystem, where co-sell is a real route rather than a logo on a slide
• You have hired sellers and watched some of them fail, and you know what you got wrong
• You have sold something before it had a reference customer

What we care about beyond the résumé

• We are an engineering-led company. The people here respect craft and are allergic to claims that delivery cannot support.
• The commercial leader who succeeds here will be someone the engineers want in front of their client - direct, prepared, honest about what we can and cannot do, and comfortable being told when a promise is not deliverable.

What this role is not

• We would rather lose a candidate here than in month four.
• It is not a management job. You will have three or four people on your immediate team for most of the first year. If the appeal is the size of the organization beneath you, this is the wrong role.
• It is not a marketing job with a sales title. Marketing reports to you and matters, but the first year is judged on logos closed.
• It is not a large-budget seat. You will do a great deal with a modest programme spend, and you will be asked to justify increases with pipeline rather than with plans.
• It is not a farming role. The existing accounts, including our largest, belong to two business unit heads with their own growth targets. You are not inheriting a revenue base, and your number starts near zero.
• It is not a place to take six months to assess. We expect a point of view in week two and client meetings in month one.
• It is not a quiet company. We are repositioning around AI-native delivery, we have four offerings at different stages of readiness, and the plan for next year is demanding. Some of what you are given to sell will still be taking shape while you are selling it.

Location and Travel

Vaughan (Toronto) preferred. We will consider a major North American metro with ready access to clients, for a candidate who is genuinely willing to travel and to be in Toronto regularly. However, we will strongly prefer remote candidates who are willing to relocate to Toronto to be close to the global headquarters in Vaughan.

Compensation

Base plus variable, with the variable weighted to logos landed and their quality rather than to revenue recognized in-year. Equity participation.

Interview Process

Process

1. Screening conversation with our search partner.
2. Ninety minutes with the CEO
3. A working session (Workshop + Presentation)
4. The executive team - our CTO, CFO and a business unit heads.
5. References, including, where we can, clients you have sold to.

We will tell you everything material about the company and the year ahead before you are asked to decide. We would rather

you say no with full information than yes without it.

TechBlocks is an equal opportunity employer. We welcome applications from everyone and we make accommodations through any part of this process on request.